ContextThe project aims to equip professionals in Europe with the necessary resources as to be able to cope with the online technologies and social distancing to better serve the excluded LGBTQI population as a result of the new situation that emerged from COVID-19 crisis. This is a novel situation for the whole world, to which our proposed action will attempt to respond by using innovative tools and practices that exploit the benefits of ICT solutions in times when social distancing and all other precautionary measures are at the top of the EU’s priorities.RAINBO aims:a. To support professionals, relief aid officers, social workers, mental health, health care providers on how to better include intersectionality and LGBTQI perspectives in their activities b. To enhance their acquisition of digital competences and enable to incorporate in their work do delivery high quality and inclusive support in order to meet the needs of LGBTQI beneficiariesc. To create an incentive for VET, adult education, professionals, and stakeholders to adopt the project approach after project closured. To strengthen transnational learning and cooperation’s networks of institutions, CSO’s, public bodies/services, community centers, helplines, professionals and foster social inclusion and equality, ensuring that LGBTQI people is included in all health, humanitarian and economic relief efforts-To raise awareness of medical and mental health inequalities faced by the LGBTQI communityRAINBO project will be implemented in 5 countries, (UK, Greece, Portugal, Luxembourg, Netherlands).Target groups:a) professionals supporting LGBTQI such as youth workers, community mediators, humanitarians’ officers, health care providers, medical personnel, mental health professionals, social workers, helplines officers, counselors, and volunteers etc.b) LGBTQI people will be the secondary target group and the end beneficiaries of the project activities.The project is expected to deliver:-VET programme for 100 professionals in order to a) improve their knowledge in LGBTQI medical and mental health issues and under the lens of intersectionality; b) acquire the appropriate digital competences for providing support in social distancing context c) contribute to the elimination of biases and stereotypes for sexual and gender minorities and ensure that LGBTQI people is included in all health, humanitarian and economic relief efforts.- Increased transferability of the project outputs and results for professionals, stakeholders, CSO’s, health care providers, etc on how to better include intersectionality and LGBTQI perspectives in their activities.-An e-learning platform in order to a) facilitate the VET programme for practitioners b) raise awareness about the project & disseminate all project material, c) motivate professionals and VET providers to use the project’s products.-A sound and updated report in order to a) explore the specific inequalities that LGBTQI individuals faced in their countries under COVID 19 crisis and b) the level of professionals’ digital competences, in order to perform their obligations and providing adequate services.- Strengthen the links between the consortium members, VET and educational stakeholders in the one hand and organisations supporting human rights and LGBTQI rights and fighting stigma and discrimination on the other hand. -5 open days will be organised in the participating countries, the UK, Greece, Portugal, Luxemburg, and Netherlands for promoting the project and its results.-3 online workshops for VET and adult education providers will be organized in the participating countries, Greece, Portugal, and Luxemburg.- An international conference will be organized, in the UK to present the project and its outputs to interested stakeholders.-Enhanced know-how of all participating project team members on practices, terms and tools for promoting LGBTQI inclusion in their work cycle.-All participating partners will enhance their relationships with CSOs and LGBTQI associations and networks, stakeholders at the national and EU level.Long terms benefits -The professionals in Europe will be equipped with the necessary resources to be able to cope with the online technologies and social distancing to better serve the excluded LGBTQI population as a result of the new situation that emerged from COVID-19 crisis. -The level of services provided to LGBTQI can be elevated and the organizations and institutions providing such services will be enhanced. -Increased awareness of the public on the power and importance of how to better serve the excluded LGBTQI people and elimination of stereotypes and biases.

<< Background >>The project, 'PROTECT: PROmoting The prevention and Elimination of workplaCe mobbing and harrasmenT' is a 2-year project involving eight (8) partners form Spain, Greece, Cyprus, Italy, Belgium and Romania.The protection of rights, safety, wellbeing of women workers is a priority of the EU Institutions. Gender related issues are of high importance for the EU in terms of legitimacy and equality: -women represent more than the half of Europe' s citizenry. In 2018, women's gross hourly earnings were on average 14.4 % below those of men in the European Union (EU-27) and 15.3% in the euro area (EA-19) (https://ec.europa.eu/eurostat/statistics-explained/index.php/Gender_statistics#Labour_market), - women were also hit more by the Covid -19 pandemic, as they are again, over-represented in the first line of duty against it, thus more exposed to infection, resulting in long term unpaid care work, while the restriction measures put also more domestic work on them,-while researches have showed that women were over-represented as victims of mobbing and harassment at work. (https://www.frontiersin.org/Zapf, 2020 and Salin and Notelaers 2018). The consequences of being bullied have been studied with 140,000 participants and showed robust evidence for negative consequences of workplace bullying and harassment, such as affecting mental health. Mobbing and harassment is usually directed towards young women and is the most extreme, yet persistent, form of gender-based discrimination; whereas some 90 % of victims are of sexual harassment, up to 55% of women have been sexually harassed in the EU; The EU is in need of a strong Social European Pillar to address gender inequalities. Its basic principle is equality of men and women, including participation in the labour market, conditions of employment and career progression, with a special focus on marginalised and vulnerable groups, such as women with migrant background, members of minorities and single parents. This reality urge for new discussion, researches and strategies involving women and education of training professionals. PROTECT partnership is keen on addressing the above problems and discrimination between men and women: tackling effectively the gaps in employment.By focusing on the workplace sector, the PROTECT action will set ambitious, but tangible targets so as to contribute to a more inclusive, attractive and ultimately equal labour market across Europe via sequential steps that will deal with the construction of national and in turn transnational VET systems that promote equal opportunities on the basis of inclusive and accessible programs. PROTECT aims at increasing the flexibility of opportunities in VET for both company leaders and the educational staff in efforts to educate them and raise awareness about the different forms that mobbing and harassment can take within the local, national and transnational labour markets, its consequences and the effective ways to prevent and combat it, whilst inform and protect female workers from mobbing, increase reporting of such incidents and raise awareness about violence and intimidation in the workplace.Addressing digital transformation: while learning materials and digital media devices are continuing to grow, there is no parallel upskilling for VET providers to be able to benefit from these new technology-based opportunities. With this in mind, one of the main project priorities is to build the skills of (1) VET professionals and (2) women workers and employers to ensure that they have the confidence and digital readiness for establishing and using effectively anti-bullying prevention and reporting tools in online environments.The partnership also needs relevant online training material and methodologies both for their learners and clients and staff members in order to be able to compete other organisations in terms of innovation but also to adopt a anti-mobbing and harassment policy for a more equality.<< Objectives >>Keywords: leadership, organisational change, workplace relationships, workplace bullying, mobbing behaviour, violence, prevention, sensitisation, gender equality, inclusionThis project addresses a ground-breaking field that although has been a hidden issue for many years now, came to the surface only recently under the term “mobbing”. Workplace bullying/ mobbing are secretive, targeted, and widespread forms of abuse in the workplace (European Foundation, 2002). This behaviour is ’designed to ostracise, isolate, undermine, and eliminate the person(s) being targeted’. For reasons as yet unknown, this behaviour appears to occur more frequently in the social service, health, social, care and educational sectors, where women are over-represented: the EU average is revealing in this regard (European Institute for Gender Equality).A global estimation of the Bureau of Nations Affairs even claims that the lost productivity due to mobbing equals an amount of five to six billion dollar a year. The organisation concerned also have to bear the costs caused by victims who are solely absent from work because they are afraid of mobbing. According to a study 60 % of the employees even leave the company due to bullying at the workplace.(Report/002/73/EC). As for the partner countries, the phenomenon of harassment or mobbing in the workplace have not been scientifically studied, therefore PROTECT aims at delivering an international desk-top and field research on the topic. The partners aim at bringing non- violent practises and solutions to the labour market through equipping VET professionals, women workers and employers with important skills and tools through capacity building programs, that are crucial for personal and professional life and help establish new work-based routines. Therefore, organisations, peoples' groups and families are expected to become more resilient, connected and all these result in more peaceful and inclusive communities and workplaces, as a whole. All the above lead to the creation of an international European professional network that connects education providers, local businesses, individuals and families, plus all target groups with the labour market.While crafting the recovery and resilience strategies as a respond to mitigate the post -pandemic inequalities in the EU and addressing the above, PROTECT’ s main objectives are to empower its target groups women workers, employers/ managers and VET professionals and:•prevent mobbing and harassment through comprehensive codes of conduct in the workplace,•train VET professionals on preventing and managing work-related violence•educate employers/ managers and companies regarding the adaptation of anti-mobbing and anti-harassment policy,•raise the awareness of female workers about their rights and support options in case of mobbing and harassment, including reporting,.The project is to support the above target groups, however it also welcomes and benefits professionals from the arena of HR, law and mediation internationally.<< Implementation >>During the project life-cycle PROTECT partners are going to implement different activities, focusing on its target groups and the partnership's need. There are activities related directly to the project' s five (5) Results: desk-top and field research, training and reporting material development, training design and capacity building program delivery, workshops, plus three (3) transnational meetings for more effective cooperation and six (6) multiplier events with 270 participants to ensure better dissemination of the project results an outcomes. Specifically, the linkage between objectives/results and activities follows a sequential approach, as presented below:Result 01 involves the development of the Anti-mobbing and Anti-Harassment Code of Conduct and all necessary preparatory activities for identifying the exact needs of both target groups. Once those needs are identified, they will feed the implementation of the next results, which involve the design of the solution (reporting tool, handbook, trainings, workshops).Result O2 involves the design and development of the Reporting Tool for women workers and information on digital usage. This will be accomplished by capitalising on the findings of the previous result while it will be an important part of project outputs (training content, capacity building program, digital information & sensitisation material, online platform).Result 03 involves the content development for the training of VET professionals, and will be the foundation (together with R01, R02) of the next two results.Result O4 involves the pilot application of the results of R01, RO2, R03, (i.e. pilot capacity building program for VET educators) and will lad to the implementation of the next result, where the trained VET professionals will hold workshops for company leaders. This result involves the capitalisation of all project outputs in a way that will facilitate their promotion and dissemination. In this way, together with the foreseen supporting multiplier events (info days, final conference) will lead to the promotion of all project results to various stakeholders.Consequently, all results are interconnected, with each of them feeding the next one, while the achievement of all foreseen project results is feasible and can be broken down to different results.<< Results >>Main results, as expected:R01 Anti-Mobbing and Anti-Harassment Code of Conduct (MWHCC) for local businesses R02 Reporting Tool for Female Worker about Mobbing and Harassment R03: E-Handbook for Mobbing and Harassment Prevention Training for VET professionalsR04: Training of VET professionalsR05 Local capacity building workshops for managers/ employersplus, activities and tools to be developed during the creation and implementation of the above:-An open source, barrier-free, tailor made, web-based e-learning platform.-A collection of practises and tools at national, EU and global level regarding the the combatting of mobbing and harassment.-A multinational and multilingual bibliography to be explored, and best practises to be gathered from all partner countries of the partnership.-Discussion with female workers to investigate their knowledge and attitude towards mobbing/ workplace harassment.-Capacity building material for the learning process of employers and representatives of local companies.-Online learning resources and tools for use by interested stakeholders, professionals and labour market representatives.-A collection of statistics relevant to the PROTECT’s topic and target groups.-Group meetings for informing relevant stakeholders and companies/ employers about the products.-A sensitisation social media campaign targeted to female workers about mobbing and harassment.-Dissemination Strategy and tools about the possibility of reporting mobbing and ways to prevent victimisation.-Advanced English language practise and knowledge for all participants, as the main working language of the project is English.A wide scale of results, related to the management, dissemination and exploitation, and quality assurance processes, are expected, too. These will ensure that the project and its objectives are clear and of high quality, they are disseminated and reach the targeted people in all countries.Project virtual meetingsTransnational meetings: three meetings in Spain, Greece and Italy.Training sessionsMultiplier dissemination events in six organisations with 40 participants and a closing event in Spain with 70 participants.Project Tasks PlanReports for interim and final evaluationPartner agreementsNewslettersStakeholders database Dissemination and Sustainability Plan Quality Assurance PlanSocial Media PlatformsPlus, a complex project website gathering all the outputs, serving as a main channel for both the partners and other stakeholders during the project life cycle and beyond will be built. It will have details about the participating partners, a description about the project' s objectives and aims, details about the transnational meetings, the multiplier event, the conditions of participating in the piloting/ training and the research - scientific background. It will be established for communication, dissemination and exploitation of the results. It will contain also the links to the project's training platform and to other open-resource deliverables of the project.- Improved policies and internal organisational strategies against mobbing. - Increased capacity among local companies and employers regarding effective ways to precent and combat mobbing. - Improved reporting methods and tools for mobbing incidents in the partner countries and at EU level. - Increased awareness among female workers about the possibility of becoming a victim of mobbing/ harassment, the reporting and support optionsA multi-disciplinary research leading to a Code of Conduct on workplace violence will be delivered, as a scientific foundation of the capacity building program. The document will focus on the theory framing the definitions of workplace violence, harassment and mobbing and the management of bullying at work. The document, having as a basis the theory mention above and the shared experiences of the participants, will give the direction and idea of the standards for a reporting system.

<< Background >>In modern times and especially during in periods of pandemic digital skills have become more important than ever. This is more true for vulnerable groups and especially for the most disadvantaged ones, such as migrant women who in practical terms appear to have limited rights and privileges in the EU societies despite the long lasting movement for equality and justice for TCNs in Europe. Women are more likely to lose their jobs than men as a result of crises. A 2020 report by UN Women suggests that the health and socio-economic effects of the COVID-19 pandemic have exacerbated women migrants’ existing vulnerabilitiesThe International Labour Organization (ILO) notes that women are overrepresented in sectors at high risk of workplace closures; 42 per cent of women workers around the world are in high-risk sectorsThe pandemic has created a new reality for all EU citizens, obliging everyone to work from home remotely. But withing this context, it’s important to pay attention to what happens with non-skilled workers and especially those who do not even have the basic language and other soft skills that would allow them to first survive and then give them the possibility of quality leaving as all other citizens. Digital inaccessibility can take two main forms: 1) a lack of digital literacy, or the skills required to navigate the internet, and 2) a lack of access to technology. Many migrants do not have access to wifi or data, or do not have/cannot afford the devices that are required to join the digital community. Internet non-users are at particular risk of social isolation, due to their digital exclusion. Migrants also face additional barriers to digital inclusion, due to a reliance on others to translate the websites of service providers and social media platforms to their native languages. While the pandemic has prompted more innovative approaches to service delivery, digital inclusion is of paramount importance. Women and especially TCN women are under-represented at all levels in the digital sector in Europe. Although the digital sector is rapidly growing, creating hundreds of thousands of new jobs every year, the share of women in this sector is decreasing. According to the Commission’s 2020 Women in Digital (WiD) Scoreboard women are still less likely to have specialist digital skills and work in this field compared to men. Women in Poland, Romania and Greece are the least likely to be taking part in the digital economy, either through employment, use of the internet, or skills.TCN women have limited opportunities to access digital skills training and to access digital employment opportunities. Sociocultural norms further widen the digital divide. Migrants who lack access to online connectivity, digital devices and skills have been further isolated during the pandemic.The manifesto on Digital Inclusion of the Migrant Women Network says it all : “Internet is no longer a luxury but a right . It must be easily accessible, for any individual”, which is promoted through the #InternetIsARight #InternetEsUnDerecho awareness raising campaign that aims to sensitise citizens and inform digital companies and decision and policy-makers on the existing digital gap and its problematic consequences.As we will showcase further below, our aim with the proposed project is to go one step further and educate and build the capacity of those who have access to the direct target group so as to be able to promote the digital inclusion of migrant women. This primarily involves, migrant and non-formal educational organisations, but also gender equality bodies that have direct access and interest to the overall social and economic inclusion of migrant women.<< Objectives >>Main Objectives: The improve the digital inclusion of TCN women in selected EU countries through practical tools and tailored educational interventions so as to secure a better quality of living for them. Specific Objectives: •Improve national and transnational understanding of the digital inclusion needs of TCN women in the EU. •Develop practical tools and collect useful resources in terms of digital inclusion of women with migrant – refugee background. •Improve the capacity of professionals and stakeholder that have direct access to TCN women on how to develop their digital skills and ultimately empower them. •Increase awareness among professionals, relevant stakeholders and the general public regarding the digital inclusion needs of TCN women.<< Implementation >>Developing a common understanding regarding the modern digital inclusion needs of TCN women in Europe:Primary and secondary research work with TCN women, professionals and representatives of public and private stakeholders. Development of a mutual understanding to identify the policy needs and define key principles regarding the digital inclusion of TCN women.Drafting and dissemination of country and EU-relevant policy briefs in relation to the planned dissemination and communication activities. Design, development and piloting of capacity building web platform:Design of education materials and tools on the digital inclusion of TCN women as vehicle for their overall inclusion in EU local societies and especially in periods of pandemic. Development of practical educational tools and resources on the digital inclusion of TCN women in EU. Pilot Testing ImplementationsTraining of stakeholder representatives and professionals on digital inclusion of TCN women and pilot testing of the empowerment methodology: Organisation of online and physical engaging, interactive workshops for professionals and stakeholder representatives on the promotion of the digital inclusion of TCN women. Pilot testing of the empowerment learning methodology for TCN women by the trained professionals and stakeholders. Communication and dissemination of the objectives and results of the project: Design of a detailed communication and dissemination strategy Development and distribution of information material Continuous communication activities and sensitisation of relevant stakeholders and professionals at national and EU level.<< Results >>The expected results at project completion include:•Application of a methodology for assessing digital inclusion needs of TCN women in Europe. •Increased digital competences (including certification) for the TCN women in all participating countries having followed the integrated capacity building programme.•An online learning platform for training TCN women is developed and is made available in the participating countries, with its content uploaded and made freely available along with a mobile version of it.•Increased opportunities of TCN women to be successfully integrated in their recipient communities in Poland, Greece, Austria and Germany.•The capacities of professionals & stakeholders in the 4 implementing countries will be increased in terms digital inclusion needs of TCN women in the EU. •Innovative learning methodologies and tools aiming at maximizing the efficiency and effectiveness of support provided to TCN women presented and introduced not only in the 4 project countries but also at EU level;•Enhanced awareness and knowledge (through infosessions and other dissemination means) of professionals and other stakeholders in Poland, Greece, Austria and Germany and Brussels on using the new e-tool and methodology.•The general public is more sensitised about the difficulties that TCN women face regarding their access to the labour market.

<< Background >>In 2019, the rate of young people aged 16-29 years at risk of poverty or social exclusion in the EU was 25.1%, or 18.6 million young people, with women at slightly higher risk than men. The EU Member State with the highest levels of young people (aged 16-29 years) at risk of poverty or social exclusion was Greece (38.1 %), while in the relevant rates in Ireland, France, and Cyprus were 23.2%, followed by 20% in Austria. Among non-member countries, high rates were also recorded in Turkey (40.6 %) - source: https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Young_people_-_social_inclusion At the same time, 16.4 % of the 20-34 year-olds in the EU in 2019 were neither in employment nor in education and training (NEETs).Greece: 25.1%Ireland: 14.5%France: 17.1% Cyprus: 15.7%Austria: 10.4%Turkey: 35.3% Source: https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Statistics_on_young_people_neither_in_employment_nor_in_education_or_trainingIt is evident from the above analysis that young people in the EU face the risk of marginalization and social exclusion, with the countries involved in this project being on the top of this list. With regards to the needs of the target groups and following the above analysis, different studies made at EU level have pointed out that the skills and qualifications of the volunteers do not always match with the needs of developing countries nor volunteer organizations. Indeed, as volunteers, advocates and practitioners of volunteering affirm, specific attention must be given to young people as agents of change, providing volunteer opportunities for civic participation and life-long learning through formal but also non-formal education. At the same time, professionals working with youth and particularly with disadvantaged youth, do not have the necessary capacities and tools required for effectively promoting them towards volunteering in a sustainable manner that will enhance their participation, civic engagement and active citizenship. Those exact needs have been confirmed in all implementing countries (France, Greece, Austria, Turkey, Ireland and Cyprus) through the research made by the consortium partners at pre-proposal stage.On the other hand, the needs of the partnership include:- The development of alternative participation mechanisms for youth coming mainly from disadvantaged backgrounds based on the exploitation of volunteering that will prevent their social exclusion and radicalization, which has been a high risk lately for the EU and particularly for the Southern EU countries and Turkey.- Elevating the capacities of professionals working with consortium partners for the benefit of disadvantaged youth, since volunteering has not been mainstreamed during the development of their skillset and the design of all necessary tools for this purpose.- Exchanging experiences and transferring know how at practical level, allowing good practices to be passed from one national context to the other.- Showcasing the value of volunteering for promoting the participation and active engagement of youth at community level.Those needs will be met through the development and implementation of a comprehensive methodology, including the following elements:a) a fact gathering and reflection on/in action analysis, which will develop a sound and updated knowledge base necessary for encompassing the identification of online educational platforms for volunteers and informal learning in general and will pinpoint the needs of young volunteers in terms of skills and competences; b) the development and pilot testing of an online and mobile educational platform based on the findings of the first activity which will incorporate innovative learning tools and content;c) the promotion and mainstreaming of this methodology and tool.<< Objectives >>In the European Union, almost 100 million citizens of all ages invest their time, talents and money to make a positive contribution to their community by volunteering in civil society organisations, youth clubs, hospitals, schools, in sport clubs, etc.However, volunteering is far from having fulfilled its potential, and the gap between actual and potential volunteers is even more significant among young people: although only 16% of young Europeans are engaged in voluntary activities, almost 3 in 4 are in favour of making more programmes encouraging voluntary work available. Big differences between countries also prove both the need for and the potential of mutual learning. Civic engagement is also lowest amongst disadvantaged groups. As such, young disadvantaged people have the most to gain from volunteering aimed at active citizenship as they are the group which claims that it has the least influence on public policy and could profit from learning active engagement. The 2018 recommendations of the EU council concerning the 2019-2027 Youth Strategy also go in this direction by recommending enabling access for all young people to volunteering in the civil society sector, by eliminating obstacles and implementing support measures with special attention to young people with fewer opportunitiesThe above considerations have therefore been the cornerstone for identifying the main target group of our proposal: Young adults, including those coming from disadvantaged backgrounds, willing to be involved in volunteering activities (also end beneficiaries of the project).The value of voluntary activities for young European was further stressed in the 2007 EC Communication on promoting young people’s full participation in education, employment and society. As stated in the document, voluntary activities provide a valuable non-formal learning experience enabling young people to acquire new skills and competences such as organisation, leadership, team-work and specific practical skills facilitating their social inclusion as well as their transition from education to employment, which is particularly useful for young people just starting out in their professional life at this time of economic crisis, and which also strengthens common European values such as solidarity and social cohesion. Based on this context, we have identified the secondary target groups of our proposal: Professionals working with volunteers, policy makers and civil society.The aim of the Project has also been defined as: Developing a sustainable mechanism for building the capacities of young adults wishing to take part in volunteering activities. This will be achieved through the following objectives:•Creating an environment that accelerates the access to high quality informal training for youth volunteers, locally and globally;•Exposing youth volunteers, educators and professionals working with volunteers to high quality preselected informal learning content for personal development; •Preparing youth volunteers for professional skills through electronic and physical informal learning materials; online discussion boards, and webinars by well-known influencers and specialists.<< Implementation >>Result 1: Fact gathering and reflection on action- Task 1.1: Identification and exploration of online educational tools for volunteers and informal learning in general- Task 1.2: Identification of the needs of young volunteers in terms of skills and competencesResult 2: Development of an online platform- Task 2.1: Development of the online platform- Task 2.2: Development of a mobile version of the online platformResult 3: Content development- Task 3.1 Selection and development of digital content utilising various sources- Task 3.2 Design of training sessions- Task 3.3 Organisation of discussion groups- Task 3.4 Social bookmarkingResult 4: Volunteering promotion in action- Task 4.1 Pilot testing of the developed platform with both target groups- Task 4.2 Finalization of the platform and its contentMultiplier events- Final conference in Pau, France- 5 info days (in Vienna-Austria, in Athens-Greece, in Dublin-Ireland, in Nicosia-Cyprus, in Istanbul-Turkey)<< Results >>The overall expected objectives of the project are:•Environment accelerating the access to high quality informal training for youth volunteers, locally and globally is created;•Young adult volunteers and professionals working with volunteers exposed to high quality preselected informal learning content for personal development; •Young adult volunteers prepared for professional skills through informal learning and materials;The specific outcomes expected during the project are:- An online learning platform for training young adults wishing to involve in volunteering is developed and is made available in 6 countries, with its content uploaded and made freely available along with a mobile version of it- Informal online training sessions are developed and made freely available on the platform and mobile application to enhance and develop target groups’ skills and competences in volunteering- A discussion group and a social bookmark feature are developed and integrated into the online and mobile learning platforms- Participants from disadvantaged backgrounds are selected and provided with personalized support from trainers of the partners- The online and web platforms for training of young volunteers wishing to engage in volunteerism is piloted tested and finalized;- Enhanced competences, knowledge, skills of at least 100 young adults including 25 low-skilled/low-qualified young adults in France, Greece, Austria, Turkey, Ireland and Cyprus.- Increased opportunities of disadvantaged young adults to be successfully integrated in their recipient communities in France, Greece, Austria, Turkey, Ireland and Cyprus.- Innovative learning methodologies and tools aiming at maximizing the efficiency and effectiveness of support provided to volunteers presented and introduced not only in the 4 project countries but also at EU level;- Enhanced awareness and knowledge (through infosessions and other dissemination means) of volunteers, professionals working with them and other stakeholders in France, Greece, Austria, Turkey, Ireland and Cyprus on using the new e-tool and methodology.Moreover, the project partners through the implementation of the project will have:- Enhanced capacity to promote the upskilling of young volunteers and (re)integration of disadvantaged young adults in the recipient communities; - Enriched tools and methodologies they can use in their regular activities; - Created new international contacts and synergies;- Improved their teamwork, networking and language skills and competences.After the project’s completion, the following results (short and long term) are expected:- Higher rate of young adults involved in volunteering activities and lower dropout rates;- Better skilled young adults involved in volunteering;- Better quality of services provided by volunteering organizations through the enhanced skills/competences of their volunteers;- Higher participation and interest of volunteers in trainings provided by professionals (through the adoption from trainers of our e-learning tools/methodologies);- more effective investment by volunteering organizations in skills building opportunities and adapted informal online learning for young vulnerable adults; - Lower unemployment rates for young adults;- Higher employment and social insertion rates of young vulnerable adults into communities- Sustained use of the e-learning platform;- Adaptation and adoption of our methodology, approach and tools to sectors other than volunteering and to wider target groups;- Project outputs incorporated into existing partners’ activities and services offered to young adults wishing to volunteer and into the national frameworks of the 6 countries (and beyond those);- Creation of new European/international contacts and synergies.

<< Background >>Over the past ten years, the EU has seen a great amount of migrants and refugees coming to live within its Member States. The first issue to be observed is that the MS tend to see the integration of these newcomers as a challenge rather than an opportunity. Economists agree that the presence of immigrants is highly valuable for European economies and will help to counterbalance the ageing European population. The integration of migrants in the labour market is thus vital. VET education is an important framework for the inclusion of the most disadvantaged groups in society and more especially migrants. VET institutions themselves are not always adapted to the needs and specificities of migrants, and women migrants in particular. This specific group may encounter various obstacles including cultural differences, linguistic barriers or specific discriminations because of their gender.According to an OECD report (2019), Unlocking the Potential of Migrants, host countries have a tendency to misunderstand migrants’ professional potential and skills, while migrants themselves are not sufficiently aware of what VET education has to offer to them (Jeon, 2019). Additional efforts need to be made to adopt a gender sensitive approach since women and men with a migrant background have different needs. Another report published by the European Institute of Gender Equality (EIGE, 2019) reminds us that “currently, most EU and Member State policies on education and training have been designed using a ‘one-size-fits-all’ approach that does not distinguish between the different needs of women and men”.Applying the Theory of Change to VET education environments will help address these problems in a structured, effective and sustainable manner. A proven method like the TOC is needed here because of the complexity of the change that we need to achieve. Indeed, the issue of inclusion needs to be tackled on two levels, simultaneously dealing with the inclusion of third-country migrants in VET and an adaptive and gender-specific integration of women migrants in this sector.The idea of InclusionToC is to use the Theory of Change (TOC) to foster the inclusion of under-priviledged groups such as migrant women in VET education. The TOC is a reliable, standardized method with the advantage to engage all project participants in a co-creation process, namely involving target groups in changemaking.Indeed, the TOC is “a comprehensive description and illustration of how and why a desired change is expected to happen in a particular context.” One strength of the TOC is that it focuses on long-term goals. VET staff and trainers need an approach encompassing long-term goals in order to improve the inclusion of women migrants in VET centers and in society in general. The other strength of this method is that it is participatory. Therefore, both groups of stakeholders—VET trainers and women migrants who currently are or are interested to become VET students—will be involved in designing the inclusion strategy. It is crucial to favour a participatory approach to take in account the women migrants’ specific needs and personal objectives during the inclusion process in order to avoid a forced integration that would discourage them from participating in educational programs.What this project offers is the maximum involvement of migrant women throughout the process, and also an innovative tool for all VET institutions.<< Objectives >>The goals of InclusionTOC are to:-Foster the integration of women migrants in VET education-Make VET education more attractive and welcoming for women migrants-Agree on common long-term solutions to tackle obstacles to education such as linguistic, social and cultural barriers-Agree on solutions related to the specific problems that women migrants encounter due to their gender-Make VET a safer and more attractive space for the most vulnerable groups such as women migrants-Prevent isolation of women migrants through a progressive inclusion in the VET centers -Empower women migrants in their learning journeys-Expand migrant women’s employability chances-Offer a concrete training material on soft skills which will be beneficial both on a professional and personal level-Create an environment of inclusion and acceptance-Create a core of migrant women who after the training can work as role models in their communities, assisting younger women in their educational journeyThe specific objectives are to:-Upskill VET staff and trainers to use the TOC-Upskill migrant women by enhancing their soft skills and leadership competences-Raise VET staff and trainers’ awareness about the obstacles related to the intersection of migration and gender inequality- Help VET organisations use a participatory method (involving VET staff and migrant women) to apply TOC in VET institutions- Empower migrant women and enhance their soft and leadership skills, to work as role-models in their own communities<< Implementation >>The project can be divided into 4 stages:1) PreparationPartners are going to conduct the research, which includes desk research, a survey and focus groups. The results will be the basis for the development of the training course for VET organisations. Partners will also develop the specifications for the digital platform and the methodology for participatory design using TOC for inclusion of migrant women, which is going to be utilised in the digital platform. Partners are going to elaborate on the project management plan, the quality plan, the evaluation methodology and the dissemination and exploitation strategy. The project's graphical identity is going to be built, as well as the website and social media accounts. 2) DevelopmentIt includes the development of project outputs. These include, the curriculum and learning materials for the training course, the development of the digital platform, the development of the self assessment tool and their translations and finally the development of the training guide for migrant women on leadership and soft skills. Partners will deliver the 1st periodic financial report, the 1st semester report and 2 newsletters. Partners are going to work on dissemination of the project, through presentations of the project in workshops, animation of social media and other networking activities.This stage will end with the organisation of the 1st set of multiplier events (E1- E6). These events will be held online, and their objective will be to disseminate project results achieved and attract and engage VET organisations for the implementation phase. 3) Implementation This is the actual implementation of TOC in VET Institutions. All partners are going to deliver the training course to staff from a VET organisation in their countries. A Learning activity will be organised in Greece, where representatives from the VET organisations who participated in the course, as well as representatives of the partner’s organisations, will be trained on the familiarisation of TOC and the digital platform and also on how to assist migrant women with the development of leadership and soft skills. This stage is the actual implementation of what has been developed. All partners are going to deliver the training course to staff from a VET organisation in their countries. The implementation of TOC in VET institutions that has just started will actually take place. This is an intervention, where partners are going to guide and help VET organisations implement the TOC methodology into their organisations, for the design and development of inclusion strategies and practices, for migrant women. Partners are going to offer guidance, support and organisasie workshops. Partners are also going to facilitate the process by guiding VET organisations on using the platform. To engage more the VET organisations and ensure that they will implement the whole procedure, a Memorandum of Understanding will be signed between partners and VET organisations. This stage also includes the organisation of the training for women migrants on leadership, soft skills and self development. At least 5 women with a migrant background, enrolled in the VET organisation which participates in the implementation of the TOC, will be trained and will be empowered in order to act as role-models in their own communities4) FinalisationResults are going to be improved according to evaluation and they are going to be finalised. A final impact analysis from the implementation phase will be produced by the partners. The second wave of multiplier events is going to be implemented in partner countries, as each country will host a conference. The multiplier events are going to be held face to face and their objectives will be to disseminate the project results and outputs, in order to maximize impact. Furthermore, partners are going to elaborate on the exploitation and strategies to ensure the sustainability of project results.<< Results >>The project will develop 3 main results:Training course - Inclusion of migrant women using Theory of ChangePartners are going to firstly implement a European wide research, on practices implemented by VET organisations for the inclusion of vulnerable groups of people, especially women with a migrant background. The research will also include the organisation of focus groups, which will involve all target groups, including migrant women enrolled in VET education. The next step will be the development and implementation of a course for VET teachers and staff, on the importance of applying inclusion policies in VET and the use of the Theory of Change. The training course will end with the organisation of a learning activity and exchange of good practices among VET staff who participated in the training. The second part of the result will be the implementation of theory of change in VET institutions. Partners are going to guide and mentor VET organisations implementing TOC and apply changes into their organisational structures and practices. 2. Digital platform: Participatory design using TOC for inclusion of migrant womenThe second result of the project is the development of a digital platform for the participatory implementation of TOC for the development and application of inclusion strategies in VET organisations. The digital platform will be used by VET organisations and will foster the participation of all target groups involved in the process, which are VET staff, VET teachers, VET management, VET students and migrant women enrolled in the organisation. The platform will also include a self-assessment tool for VET organisations, which will help them assess their existing inclusion practices, while it will also help them assess the results of the implementation of the training programme (Result 1). 2 self assessments of VET organisations are going to be organised. One at the beginning of the intervention and one at the end. 3. Training guide on leadership, self development and empowerment of migrant women A guide designed for migrant women, offering theoretical and practical information on soft skills, leadership, personal development, self-awareness and empowerment. The main scope of the guide is to provide to migrant women an updated and modern educational tool, motivational, inspirational, and engaging, focusing on the enhancement of their soft skills, and leadership competences, aiming to empower them and make them believe in themselves more. The more confident the women, the more eager they are to search and find their professional path, ensuring a more stable financial future and personal development. The 3rd project result, also includes the organisation of a training for migrant women, based on the training guide, which will help them work as role-models in their own communities.The outcomes from implementing the project activities will be:- awareness raising about the importance and benefits of using inclusion practices for migrant women in VET education.- raising of attractiveness of VET education and transformation of VET organisations into safer spaces for the most vulnerable groups such as women migrants- application of long-term solutions related to the specific problems that women migrants encounter due to their gender identity- capacity building and upskilling of VET staff and trainers on how to use TOC to apply inclusion practices into their organisations- empowerment of women migrants’ soft skills and leadership skills, enhancement of their willingness for self-development- improved chances of employability for migrant women- improvement of everyday life issues for migrant women- empowerment of women migrants who will be able to participate in the process of bringing institutional changes in VET organisation, through their participation using TOC